Advanced Level Specification - CIPD

Advanced levelSpecificationJanuary 2018

ContentsKey information2Rules of combination – CIPD awarded qualifications4Rules of combination – CIPD approved qualifications7Unit Summaries – Purpose, Aim, Learning Outcomes8Human Resource Management in Context8Leading, Managing and Developing People9Developing Skills for Business Leadership10Investigating a Business Issue from a Human Resources Perspective11Leadership and Management Development12Organisation Design and Organisation Development13Performance Management14Reward Management15Resourcing and Talent Management16Managing Employment Relations17Employment Law18Employee Engagement19Learning and Talent Development20Designing, Delivering and Evaluating Learning and Development Provision21Knowledge Management and Organisational Learning22Understanding and Implementing Coaching and Mentoring23Advanced level Specification summary1

Key informationQualification objectiveCIPD Advanced level qualifications provide a depth ofknowledge alongside the opportunity to specialise in chosenareas of expertise. Candidates will be able to develop theirunderstanding of organisations and the external contextwithin which HR operates. Using critical analysis, selfreflection and problem-solving techniques, candidates willlearn how to develop and implement creative and strategicHR solutions that drive organisational performance.CIPD Advanced level qualifications are suited to individuals who: have the responsibility for implementing HR strategy anddeveloping policy are an HR professional in a team and have responsibility forHR development work as an independent or employed HRM consultant,supporting organisations in meeting their goals wish to enhance and develop their career at a strategic level aspire to become a Chartered member of the CIPD.AssessmentCandidates are assessed via a range of assessment methods toensure that all the learning outcomes and assessment criteriaare met in a way that enhances their learning experience. Theassessments will allow candidates to demonstrate a clear graspof the concepts and their ability to link theory to practice andto communicate clearly in the HR field at the appropriate level.Although a variety of assessment methods may be used, thedemands made on candidates within and between centresmust be comparable to ensure consistency of assessment.For CIPD awarded Advanced level qualifications, to achievemodules 7HRC, 7LMP, 7SBL and 7IBI all the learning outcomesmust be assessed by summative assessment. If a candidate isto achieve these modules then assessment must include thefollowing elements:HRM in Context (7HRC) Formative and preparative assessment for un-seenassessment 3 hour time-constrained, un-seen assessment undercontrolled conditionsLeading, Managing and Developing People (7LMP) Formative and preparative assessment forunseen assessment 3 hour time-constrained, unseen assessment undercontrolled conditions2Developing Skills of Business Leadership (7SBL) Completion of a portfolio containing evidence of skillsacquisition and improvement to include observed skill activityor completion of a CIPD Assessment Bank (AB) activityInvestigating a Business Issue from an HR Perspective (7IBI) 7000 word management research report orapproved equivalentHowever, for the remaining optional modules, at least 50% ofthe learning outcomes for each module must be assessedthrough summative assessment. The remaining learningoutcomes must be covered through teaching, learning andformative assessment activities.Assessment methods may include: assignments case studies integrated work activities group and individual presentations projects reports time constrained tests examinations Viva VoceCompetency-based assessment may also be used in centresthat are approved for this method of assessment and haveassessors that are occupationally competent.Centres may choose activities from the CIPD AssessmentBank or design their own. Where a centre devises its ownassessments, these must be approved by the CIPD before use.All centre-marked assessments are subject to externalmoderation to ensure that standards are judgedcomparatively against internal and external benchmarks.Credit transfer, exemptions and recognitionof prior learningCIPD encourages the recognition of previous achievements ofcandidates. Credit transfer, exemptions, and recognition ofprior learning play an important part in this by supportingcandidate progression.During the initial diagnostic interview with candidates anycredit transfer, exemption and RPL opportunities should bediscussed and the appropriate evidence collected.Advanced level Specification summary

Credit transferCredit transfer is the process of using credits awarded in thecontext of one of the CIPD Level 3 Foundation, Level 5Intermediate or Level 7 Advanced qualifications or other RQFqualification towards the achievement requirements ofanother CIPD qualification of the same level/type.ExemptionExemption is defined as the facility for a candidate to claimexemption from some of the achievement requirements of aCIPD qualification, using evidence of certificated achievementwhich does not fall within the definition of credit transfer but isdeemed by the CIPD to be of equivalent level, content and value.Progression opportunitiesCIPD has 3 sizes of qualification, Awards, Certificates, andDiplomas. Candidates can widen their knowledge further byundertaking more units at any time.The CIPD Advanced level qualifications are the highest level ofqualification we offer. On completion the CIPD AdvancedCertificates and Diplomas candidates will automaticallybecome a professional member of the CIPD, as an Associate(Assoc CIPD). Studying the CIPD Advanced level Diplomaprovides a pathway to be able to upgrade from Associate toChartered Member or Chartered Fellow.This means that candidates who have certificatedachievements which do not fall within the definition of acredit transfer, as described above, can claim exemption fromunits/modules within CIPD qualifications that are deemed byCIPD to be of equal level, content and value.Recognition of prior learning (RPL)Where candidates do not have prior certificated achievementsbut do have some non-formal or informal learning, they mayseek recognition of prior learning (RPL). We define RPL as amethod of assessment, leading to the award of credit thatconsiders whether a candidate can demonstrate that they canmeet the assessment requirements for a unit/module throughknowledge, understanding and skills they already possess anddo not need to develop through a course of learning.Advanced level Specification summary3

Rules of combination for CIPD awarded1Level 7* Advanced qualifications1 CIPD awarded qualification are offered at centres with no qualification awarding powers*Comparable to RQF Level 7, Level 9 in Ireland, Level 11 in Scotland and EQF Level 7List of modules for Level 7 Advanced Award and Level 7 Advanced Certificate in Human ResourcesModulecodeCredit value(FHEQ)Guidedlearning hoursHuman Resource Management in Context7HRC1575Leading, Managing and Developing People7LMP1575Developing Skills for Business Leadership7SBL1575ModulesInvestigating a Business Issue from a Human Resources Perspective7IBI1535/75Organisation Design and Organisation Development7ODD1575Resourcing and Talent Management7RTM1575Performance Management7PFM15757RWM1575Reward ManagementManaging Employment Relations7MER1575Employment Law7ELW1575Employee Engagement7EEG1575Learning and Talent Development7LTD1575Designing, Delivering and Evaluating Learning and Development Provision7DDE1575Leadership and Management Development7LMD1575Knowledge Management and Organisational Learning7KML1575Understanding and Implementing Coaching and Mentoring7ICM1575Rules of combination for CIPD awarded qualifications:Level 7 Advanced Award in Human Resources 15 credits (FHEQ) Choose 1 moduleLevel 7 Advanced Certificate in Human Resources 60 credits (FHEQ) Choose any 4 modules. Modules chosen must form a coherent programme.4Advanced level Specification summary

Rules of combination for CIPD awarded1Level 7* Advanced qualifications1 CIPD awarded qualification are offered at centres with no qualification awarding powers*Comparable to RQF Level 7, Level 9 in Ireland, Level 11 in Scotland and EQF Level 7List of modules for Level 7 Advanced Diploma in Human Resource ManagementModulecodeCredit value(FHEQ)Guidedlearning hoursHuman Resource Management in Context7HRC1575Leading, Managing and Developing People7LMP1575Developing Skills for Business Leadership7SBL15757IBI1535/75Group A: Optional modulesModulecodeCredit value(FHEQ)Guidedlearning hoursOrganisation Design and Organisation Development7ODD1575Leadership and Management Development7LMD1575Resourcing and Talent Management7RTM1575Performance Management7PFM15757RWM1575Managing Employment Relations7MER1575Employment Law7ELW1575Employee Engagement7EEG1575ModulecodeCredit value(FHEQ)Guidedlearning hoursLearning and Talent Development7LTD1575Designing, Delivering and Evaluating Learning and Development Provision7DDE1575Knowledge Management and Organisational Learning7KML1575Understanding and Implementing Coaching and Mentoring7ICM1575Core modulesInvestigating a Business Issue from a Human Resources PerspectiveReward ManagementGroup B: Optional modulesRules of combination for CIPD awarded qualifications:Level 7 Advanced Diploma in Human Resource Management 120 credits (FHEQ) Choose 8 modules – 4 core modules and 4 optional modules Optional choice must include at least 3 modules from Group A and a further 1 module from either Group A or Group B.Advanced level Specification summary5

Rules of combination for CIPD awarded1Level 7* Advanced qualifications1 CIPD awarded qualification are offered at centres with no qualification awarding powers*Comparable to RQF Level 7, Level 9 in Ireland, Level 11 in Scotland and EQF Level 7List of modules for Level 7 Advanced Diploma in Human Resource DevelopmentModulecodeCredit value(FHEQ)Guidedlearning hoursHuman Resource Management in Context7HRC1575Leading, Managing and Developing People7LMP1575Developing Skills for Business Leadership7SBL15757IBI1535/75ModulecodeCredit value(FHEQ)Guidedlearning hoursLearning and Talent Development7LTD1575Designing, Delivering and Evaluating Learning and Development Provision7DDE1575Core modulesInvestigating a Business Issue from a Human Resources PerspectiveGroup A: Optional modulesLeadership and Management Development7LMD1575Knowledge Management and Organisational Learning7KML1575Understanding and Implementing Coaching and Mentoring7ICM1575Organisation Design and Organisation Development7ODD1575Group B: Optional modulesModulecodeCredit value(FHEQ)Guidedlearning hoursResourcing and Talent Management7RTM1575Performance Management7PFM1575Reward Management7RWM1575Managing Employment Relations7MER1575Employment Law7ELW1575Employee Engagement7EEG1575Rules of combination for CIPD awarded qualifications:Level 7 Advanced Diploma in Human Resource Management 120 credits (FHEQ) Choose 8 modules – 4 core modules and 4 optional modules Optional choice must include at least 3 modules from Group A and a further 1 module from either Group A or Group B.6Advanced level Specification summary